Graduate School, Universitas Lancang Kuning, Indonesia
The Effect of Career Development on Civil Servant Performance Mediated by Competence: A Study at the Ministry of Religious Affairs, Rokan Hilir Regency
This study aims to analyze the effect of career development on the performance of Civil Servants (ASN) at the Ministry of Religious Affairs in Rokan Hilir Regency, with competence positioned as a mediating variable. The research adopts a quantitative approach using an explanatory design. Data were collected from 72 ASN respondents through structured questionnaires measured on a five-point Likert scale. The analysis was conducted using Structural Equation Modeling based on Partial Least Squares (SEM-PLS) with SmartPLS 4.1.0.9 to examine both direct and indirect relationships among variables. The findings indicate that career development has a positive and significant effect on ASN performance. Competence also demonstrates a positive and significant influence on performance. However, the relationship between career development and competence is not statistically significant. Consequently, competence does not function as a significant mediating variable in the relationship between career development and performance. These results suggest that while career development initiatives contribute directly to improving ASN performance, they have not yet effectively strengthened employee competence. The study recommends enhancing the relevance, transparency, and effectiveness of career development systems, alongside strengthening competency development programs to achieve sustainable improvements in civil servant performance within the Ministry of Religious Affairs, Rokan Hilir Regency.
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The Role of Organizational Culture on Civil Servant Performance: The Mediating Effect of Job Satisfaction
Human resources (HR) play a crucial role in sustaining organizational operations and are widely regarded as one of the primary assets determining organizational success. In the context of rapid technological advancement and scientific development, the demand for highly competent and skilled human resources has become increasingly significant. Within public sector institutions, employee performance represents a fundamental indicator of organizational effectiveness, reflecting the extent to which leadership provides guidance, supervision, and developmental support. Performance evaluation not only measures work outcomes but also serves as a mechanism to enhance motivation, strengthen work commitment, and encourage employees to achieve optimal results. Employee performance is influenced by various organizational and psychological factors, among which organizational culture and job satisfaction are particularly significant. Organizational culture shapes shared values, norms, and behavioral expectations that guide employees’ attitudes and actions within the workplace. A strong and positive organizational culture fosters collaboration, discipline, and a sense of belonging, which in turn can enhance individual and collective performance. Meanwhile, job satisfaction reflects employees’ emotional and cognitive responses to their work environment, responsibilities, leadership, and rewards. Higher levels of job satisfaction are generally associated with improved productivity, stronger organizational commitment, and better performance outcomes. This study aims to examine: (1) the effect of organizational culture on job satisfaction; (2) the effect of organizational culture on the performance of civil servants (Aparatur Sipil Negara/ASN); (3) the effect of job satisfaction on ASN performance; and (4) the mediating role of job satisfaction in the relationship between organizational culture and ASN performance. The research adopts a quantitative approach using an explanatory (causal) descriptive design. Data were collected from 114 employees through structured questionnaires. The analysis was conducted using Structural Equation Modeling based on Partial Least Squares (SEM-PLS), enabling the examination of both direct and indirect relationships among variables within the proposed research model. The results indicate that: (1) organizational culture has a positive and significant effect on job satisfaction; (2) organizational culture also has a positive and significant effect on ASN performance; (3) job satisfaction positively and significantly influences ASN performance; and (4) job satisfaction mediates the relationship between organizational culture and ASN performance. These findings suggest that strengthening organizational culture not only directly improves performance but also enhances job satisfaction, which subsequently reinforces employee performance in the public sector context.
The Implementation of Information Technology in Enhancing the Effectiveness of Human Resource Management at DISMAN 2 Mandau
Digital transformation has compelled educational institutions to realign their human resource management (HRM) strategies with the rapid advancement of information technology (IT). This study aims to comprehensively explore the implementation of IT in enhancing the effectiveness of human resource management at SMAN 2 Mandau. A descriptive qualitative approach was employed, with data collected through in-depth interviews, direct observation, and documentation. The informants consisted of the principal, vice principals, teachers, administrative staff, and school operators. The findings indicate that the implementation of IT remains partial and has not yet been fully integrated into the overall HR management system. Major obstacles include the limited digital literacy of educators and administrative personnel, the suboptimal utilization of digital management applications such as e-office systems, and insufficient managerial support in strengthening the technological ecosystem. These challenges hinder the optimal integration of digital tools into daily administrative and strategic HR processes. Despite these limitations, the use of IT demonstrates significant potential in supporting operational efficiency, enhancing accountability, streamlining workflow processes, and fostering an adaptive and responsive organizational culture. The study highlights that digital systems can contribute to more transparent personnel management, improved data accuracy, and more efficient communication among stakeholders. The findings underscore the importance of synergy among human resource competency development, adequate technological infrastructure, and strong institutional commitment as essential prerequisites for successful digital transformation. This research is expected to serve as a strategic reference for schools in formulating technology-based HR management policies aimed at improving institutional quality and competitiveness in the evolving educational landscape.
The Role of Firm Size as a Moderating Variable in the Relationship Between Net Interest Margin, Liquidity, and Solvency on Profitability
This study was conducted to examine the effect of Net Interest Margin (NIM), liquidity, and solvency on the level of profitability of conventional commercial banks listed on the Indonesia Stock Exchange (IDX) during the period 2022–2024. In addition, this research aims to assess the role of firm size as a moderating variable in the relationship between these three financial variables and profitability. The sample was selected using a purposive sampling technique, resulting in 36 banks that met the research criteria. The analytical method employed a quantitative approach, utilizing SmartPLS version 4 to process the data and test the structural model. The results indicate that Net Interest Margin has a positive and statistically significant effect on profitability. Liquidity shows a positive but statistically insignificant effect, while solvency exhibits a negative and statistically insignificant influence on profitability. Firm size, as a moderating variable in the relationship between Net Interest Margin and profitability, demonstrates a negative but insignificant moderating effect. Similarly, in the relationships between liquidity and profitability as well as solvency and profitability, firm size shows a positive but insignificant moderating role. These findings suggest that although firm size may reflect operational strength and financial stability, it does not necessarily strengthen the impact of financial variables on profitability. This study contributes to the banking sector by emphasizing the importance of efficient Net Interest Margin management as a primary determinant of profitability.
Optimizing Employee Performance Through Breakfast Provision: A Case Study on the Impact of Breakfast Programs on Employee Motivation and Performance at the Religious High Court of North Kalimantan
This study aims to analyze the security risks associated with WhatsApp usage by the elderly and identify mitigation strategies to address these challenges. This research employs a descriptive qualitative approach, collecting data through interviews, literature reviews, and observations of elderly users' behavior on WhatsApp. The analysis is based on seven key indicators: availability, accuracy, authenticity, confidentiality, integrity, utility, and possession. The findings reveal that older adults face significant challenges in protecting their personal data and maintaining the integrity of information due to a lack of understanding of WhatsApp security features, such as two-step verification and privacy settings. Moreover, they are frequently targeted by phishing attacks and online fraud that threaten the availability and confidentiality of their information. On the other hand, WhatsApp remains a highly beneficial tool for communication and social needs, although its utility is hindered by users’ technical limitations. This study recommends enhancing digital literacy among the elderly through continuous training programs, implementing user-friendly security features, and strengthening collaboration between governments, communities, and application developers to create a safer digital ecosystem for the elderly.
Analysis of Self-Efficacy, Work Motivation, Work Environment, and Teacher Job Satisfaction: Testing the Mediating Role of the Work Environment
The performance of the Regional House of Representatives (DPRD) of Riau Province has attracted considerable public attention, as it is perceived to be suboptimal in carrying out its legislative, oversight, and representative functions, despite its strategic role in regional development. Individual factors such as engagement and structural factors such as workload are presumed to influence legislative performance; however, their effectiveness largely depends on the extent of organizational support provided. This study aims to analyze the influence of engagement and workload on the performance of DPRD Riau members, with organizational support positioned as a contextual variable. The research employs a quantitative approach using a survey design. The population consists of 65 members of the DPRD Riau for the 2024–2029 period, all of whom were included as the sample through a saturated sampling technique. Data were collected using a five-point Likert-scale questionnaire and analyzed through Partial Least Squares–Structural Equation Modeling (PLS-SEM) with SmartPLS software. The findings indicate that engagement has a positive and statistically significant effect on performance, with a large effect size. Workload also demonstrates a positive and significant effect as a performance driver. Organizational support emerges as the most dominant factor, exerting a very strong influence on performance. Furthermore, organizational support significantly strengthens the relationships between engagement and performance, as well as between workload and performance. The structural model demonstrates a high level of adequacy, with an R² value of 0.905, an SRMR of 0.030, and an NFI of 0.929, indicating strong model fit with the empirical data. This study concludes that improving the performance of the DPRD Riau is not solely determined by individual capacity, but also by the presence of a supportive organizational system capable of optimizing member engagement and proportionally managing workload.
Teachers’ job satisfaction constitutes a key factor in improving the quality of education; however, empirical realities indicate that many educators in Indonesia continue to face challenges, including low levels of welfare, heavy workloads, and limited supporting facilities. This study was designed to examine the effects of self-efficacy and work motivation on teachers’ job satisfaction, with the work environment positioned as a mediating variable. A quantitative research approach was employed through a survey of 100 public junior high school teachers located in Tuah Madani District, Pekanbaru City. Data were analyzed using the Partial Least Squares–Structural Equation Modeling (PLS-SEM) technique with the assistance of SmartPLS 3 software. The findings reveal that work motivation has a significant effect on job satisfaction, both directly and indirectly through the work environment, which functions as a partial mediator. In contrast, self-efficacy does not demonstrate a significant effect on job satisfaction, either with or without mediation by the work environment. These results underscore that the achievement of teachers’ job satisfaction is highly dependent on the presence of a supportive work environment. Therefore, efforts to enhance teachers’ welfare should prioritize strengthening work motivation, fostering a positive work climate, and providing sustained institutional support.
The Role of Regional-Owned Enterprises (BUMD) in Enhancing Local Own-Source Revenue
Fiscal independence has become a primary imperative in the era of regional autonomy, where Local Own-Source Revenue (Pendapatan Asli Daerah/PAD) serves as a key indicator of a region’s capacity to finance development without excessive reliance on central government transfers. This study aims to analyze the strategic role of Regional-Owned Enterprises (Badan Usaha Milik Daerah/BUMD) in enhancing PAD in Riau Province, with particular emphasis on their financial contributions, managerial effectiveness, and institutional sustainability. The research employs a descriptive qualitative approach, utilizing in-depth interviews and direct observation as data collection techniques. Data were obtained from seven key informants, including government officials and executives of regional-owned enterprises. This methodological framework enables a comprehensive understanding of the institutional dynamics, governance practices, and operational challenges faced by BUMDs in fulfilling their fiscal and developmental mandates. The findings reveal that the contribution of BUMDs to PAD varies significantly. Among them, BRK Syariah emerges as the largest contributor, supported by stable financial performance and continuous innovation in Islamic financial products. Its relatively strong governance structure and adaptive business strategy have enabled it to generate consistent dividends for the regional government. In contrast, several other BUMDs continue to face structural challenges, including limited capital capacity, suboptimal corporate governance, and insufficient managerial professionalism. These constraints have hindered their ability to operate competitively and maximize profitability. Despite these challenges, the development potential of BUMDs remains substantial. Strengthening managerial capacity, implementing service digitalization, improving transparency and accountability mechanisms, and ensuring consistent policy support from the regional government are identified as strategic measures to enhance institutional performance. With appropriate reforms and strategic alignment, BUMDs can optimize their dual function as commercial entities and public service providers. This study concludes that BUMDs perform a strategic role not only as contributors to PAD but also as catalysts for inclusive and sustainable local economic development. A structured and systematic reinforcement of BUMD governance and operational capacity is therefore essential to foster stronger fiscal independence at the regional level.
The Influence of Service Quality (Tangibles, Empathy, Reliability, Responsiveness, and Assurance) on Customer Satisfaction and Customer Loyalty of Brilink Agent NN Group
The advancement of financial technology in Indonesia has facilitated the emergence of BRILink agents as a strategic instrument in supporting financial inclusion programs, particularly for communities in rural and underserved areas. This study aims to examine the influence of service quality on customer satisfaction and customer loyalty through the five dimensions of the SERVQUAL model, namely tangibles, empathy, reliability, responsiveness, and assurance. Furthermore, this research investigates the mediating role of customer satisfaction in indirectly shaping customer loyalty. This study adopts a quantitative approach using Structural Equation Modeling based on Partial Least Squares (SEM-PLS). The analysis was conducted on data collected from 155 respondents who are active users of BRILink NN Group services in Indragiri Hulu Regency. The findings indicate that service quality has a significant positive effect on customer satisfaction, and customer satisfaction, in turn, significantly contributes to the formation of customer loyalty. However, no significant direct relationship was found between service quality and customer loyalty without the mediation of customer satisfaction. These findings underscore the importance of a relational approach in the management of financial services, where the emotional dimension of customer perception plays a central role in fostering long-term loyalty. Therefore, service strategies should not only emphasize operational efficiency but also prioritize personal engagement and the fulfillment of customers’ specific needs. This study provides a conceptual foundation for the development of BRILink service standards that are customer experience-oriented and aimed at achieving sustainable competitive advantage.
The Influence of Transformational Leadership Style and Work Motivation on Employee Performance at the Regional Inspectorate of Pekanbaru City
This study was conducted to evaluate the extent to which transformational leadership style and the level of work motivation affect employee performance within the Regional Inspectorate of Pekanbaru City. The study is motivated by the fact that the rate of follow-up implementation on audit recommendations remains relatively low, indicating challenges in leadership dimensions as well as limited internal drive among employees to carry out tasks optimally. The research employed a quantitative approach with an explanatory design, aiming to test causal relationships among the variables. The respondents consisted of 62 employees of the Regional Inspectorate, determined through a census technique. Data were collected using a questionnaire that had passed validity and reliability tests to ensure accurate measurement of the studied constructs. Data analysis was carried out using Partial Least Squares Structural Equation Modeling (PLS-SEM) with the assistance of SmartPLS software. The main findings of this study indicate that transformational leadership significantly contributes to the enhancement of work motivation, and both factors, directly and through mediation, have a positive impact on employee performance. Work motivation was found to play an essential mediating role in strengthening the influence of leadership on performance achievement. These results affirm the necessity of a leadership approach that emphasizes empowerment, inspiration, and individualized consideration. Therefore, organizational strategies that stimulate intrinsic work motivation among employees are required. The practical implications of this study suggest that strengthening transformational leadership capacity and integrating psychological dimensions into performance management systems are crucial steps in building a more adaptive and high-performing public sector organization.
Analysis of Management Information System Security in the Utilization of Information Technology for Elderly WhatsApp Users
Enhancing Public Participation Through Strategic Vasectomy Program Management in Riau
Male involvement in family planning remains critically low in Indonesia, particularly in conservative regions such as Riau Province. This study explores how strategic program management—through the lens of the POAC (Planning, Organizing, Actuating, and Controlling) framework—affects public participation in vasectomy services. Drawing from qualitative fieldwork, in-depth interviews, and document analysis, the research reveals that institutional planning is disconnected from the socio-cultural realities of the target population. Organizational fragmentation, lack of human resource capacity, and insufficient coordination between stakeholders further weaken program delivery. Actuation efforts are hindered by ineffective outreach strategies that fail to resonate with men, reinforcing widespread misconceptions about vasectomy. Additionally, the controlling function is reduced to bureaucratic data reporting, without adaptive learning mechanisms to recalibrate program strategies based on community feedback. Sociocultural barriers—such as gendered perceptions of masculinity, religious ambiguity, and entrenched misinformation—compound these structural weaknesses. The study argues that increasing male participation in vasectomy requires a paradigm shift from technocratic planning toward a participatory, culturally grounded model of reproductive governance. This includes involving religious leaders, male role models, and community stakeholders in message development and service delivery. By reimagining vasectomy not merely as a clinical procedure but as a symbol of shared reproductive responsibility, the program can achieve broader legitimacy and effectiveness. The findings offer valuable insights for policymakers, public health managers, and development practitioners seeking to enhance equity and inclusion in reproductive health programs.
Navigating Cultural and Structural Barriers: Women's Political Organizing under Patriarchal Malay Customs and Political Oligarchy in Riau
This study investigates how women's organizations in Riau, Indonesia, navigate the dual challenges of patriarchal Malay customs and political oligarchy in their pursuit of gender equality in political participation. Despite the presence of progressive gender mainstreaming policies such as Regional Regulation No. 3/2023, structural and cultural constraints continue to hinder meaningful representation of women in political institutions. Using a qualitative approach, the research draws on interviews with activists, female politicians, and government officials, alongside policy analysis and field observations. The findings reveal that women’s organizations employ culturally adaptive strategies—such as engaging religious and traditional leaders—to legitimize their political agency, while also challenging elite-dominated party systems through advocacy, coalition-building, and political education. These strategies reflect a pragmatic synthesis of resistance and negotiation, enabling incremental shifts in power and discourse. The study emphasizes the importance of local feminist agency and adaptive governance in transforming patriarchal and exclusionary systems. It further recommends institutionalizing gender-responsive mechanisms in political parties, enhancing accountability in policy implementation, and providing sustained support for grassroots women’s leadership initiatives. By centering the lived realities of women in Riau, the research contributes to a deeper understanding of feminist organizing in culturally conservative and politically restrictive environments.
Employee Personality, Job Crafting, and Work Boredom: A Mediation Analysis
Work boredom is a growing concern in emotionally intensive occupations, particularly in public service roles with high psychological demands and limited structural autonomy. This study investigates the relationship between employee personality traits, job crafting behaviors, and work boredom, with a specific focus on the mediating role of job crafting. Drawing on Trait Activation Theory and the Job Demands–Resources (JD-R) Model, this research proposes that personality influences affective states indirectly through proactive behavioral mechanisms. Using a quantitative, population-based approach, data were collected from 13 civil servants at UPT Perlindungan Perempuan dan Anak in Provinsi Riau. Structural Equation Modeling (SEM-PLS) was employed to analyze the data. The results demonstrate that personality significantly predicts job crafting, and job crafting significantly reduces work boredom. However, the direct effect of personality on boredom was not statistically significant, indicating a full mediation by job crafting. These findings underscore the importance of fostering behavioral adaptability among employees and suggest that personality-based interventions must be complemented by efforts to promote job crafting. This study contributes to a deeper understanding of how employees can construct meaningful work experiences, even in environments characterized by emotional strain and procedural rigidity.
The Strategic Role of Organizational Learning in Enhancing Resilience and Innovation
This study explores the strategic function of organizational learning in linking internal management initiatives to resilience and innovation outcomes within the energy sector. Using a quantitative approach, data were collected from 170 managerial-level professionals across various energy companies in Indonesia. Structural Equation Modeling (SEM) was applied to examine the relationships among Resource-Based Management Initiatives (ResBMIn), Organizational Learning (OrgLearn), Organizational Resilience (OrgRes), and Organizational Innovation (OrgInn). The findings reveal that organizational learning plays a pivotal role not only as a direct driver of resilience and innovation but also as a mediating mechanism that amplifies the impact of strategic resource initiatives. These results underline the necessity for organizations to go beyond the acquisition of strategic resources and to invest in building internal systems that support continuous learning and knowledge integration. Ultimately, the study offers new insights into how learning serves as a catalyst for translating resource-based strategies into dynamic capabilities and long-term competitiveness.
Analyzing the Impact of Credit Sales Policy on Profitability at PT. Riau Graindo
This study analyzes the impact of credit sales policy on the profitability of PT. Riau Graindo, with a focus on the mediating role of liquidity. Utilizing financial data from 2022 to 2024, the research examines fluctuations in credit sales, accounts receivable, liquidity ratios, and Return on Assets (ROA). The results indicate that while credit sales contributed to an increase in revenue, they also led to a rise in uncollected receivables, causing liquidity constraints and stagnant profitability. The company's current ratio remained above the safe threshold, but profitability showed only marginal improvement. The study concludes that credit sales policy significantly affects profitability, primarily through its effect on liquidity, and recommends that the company adopt a more dynamic and risk-sensitive credit management system to ensure sustainable financial performance.
Organizational Commitment as A Mediator Between Person–Environment Fit and Citizenship Behavior
This study explores the mediating role of organizational commitment in the relationship between person–environment fit and organizational citizenship behavior (OCB) within a public sector context. Drawing on data from civil servants at the Provincial Office of BKKBN Riau, the research employs Structural Equation Modeling with the PLS-SEM approach to test the proposed model. The findings confirm that person–environment fit significantly influences both organizational commitment and OCB. Moreover, organizational commitment serves as a partial mediator, channeling the influence of fit into voluntary, extra-role behaviors. The study underscores that while psychological alignment fosters a sense of comfort and identity, it is the emotional attachment encapsulated in commitment that drives employees to exceed formal job expectations. These insights offer valuable implications for public institutions aiming to cultivate high-performing, value-aligned workforces. By focusing on both recruitment fit and commitment-building practices, organizations can unlock sustained citizenship behavior critical to public service excellence.
The Relationship Between Work Engagement and Job Satisfaction
This study investigates the relationship between work engagement and job satisfaction among civil servants at the Department of Community and Village Empowerment (Dinas PMD) in Indragiri Hilir Regency, Indonesia. Using a quantitative approach and Partial Least Squares Structural Equation Modeling (PLS-SEM), data were collected from 78 employees through structured questionnaires that measured three dimensions of engagement—vigor, dedication, and absorption—as well as overall job satisfaction. The findings reveal a significant positive relationship between work engagement and job satisfaction, with dedication emerging as the strongest predictor. Employees who feel proud, involved, and emotionally connected to their work report higher satisfaction levels compared to those with lower engagement levels. The results underscore the theoretical relevance of Social Exchange Theory and the Job Demands–Resources model in explaining motivational dynamics in the public sector. Practical implications suggest that public institutions should invest in leadership development, participatory job design, and psychological support systems to foster engagement. By doing so, they can enhance employee satisfaction, improve public service delivery, and strengthen institutional performance. This study contributes to the limited literature on psychological constructs in government settings and offers actionable strategies for HR reform in bureaucratic organizations.
The Influence of Organizational Trust and Procedural Justice on Affective Commitment
This study investigates the influence of procedural justice on affective commitment, with organizational trust serving as a mediating variable. Conducted among 52 civil servants at the Secretariat of the Regional People’s Representative Council (DPRD) in Indragiri Hilir Regency, Indonesia, the research adopts a quantitative, causal-explanatory approach using Structural Equation Modeling-Partial Least Squares (SEM-PLS). The findings reveal that procedural justice significantly and positively affects both organizational trust and affective commitment. Moreover, organizational trust also has a direct and positive effect on affective commitment, and partially mediates the relationship between procedural justice and affective commitment. The model explains 47.1% of the variance in affective commitment, indicating moderate explanatory power. The results confirm that fairness in decision-making processes enhances employee trust and emotional attachment to the organization. Trust acts as a psychological bridge, transforming perceptions of fair treatment into meaningful affective bonds. These findings highlight the importance of ethical leadership, transparent processes, and responsive communication in fostering long-term employee engagement. In practical terms, the study recommends the institutionalization of fair procedures and the cultivation of trust-based leadership behaviors as core strategies to enhance affective commitment in public sector organizations. The study contributes to cross-cultural understandings of workplace justice and engagement dynamics.
The Mediating Role of Customer Satisfaction in The Relationship Between Service Quality and Loyalty
Customer loyalty has become a strategic imperative for businesses in the service sector, especially in highly competitive environments such as independent cafés. This study investigates the mediating role of customer satisfaction in the relationship between perceived service quality and customer loyalty. Grounded in the Stimulus–Organism–Response (S–O–R) framework and Expectancy–Disconfirmation Theory, the research explores how emotional and evaluative responses to service experiences influence behavioral intentions. Data were collected from 120 repeat customers of Café Joempa Rasa in Pekanbaru, Indonesia, using a structured questionnaire based on SERVQUAL dimensions. The results, analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM), revealed that customer satisfaction significantly mediates the effect of service quality on loyalty, confirming that loyalty is not merely a function of service delivery but is shaped through affective experiences. These findings suggest that independent cafés should prioritize satisfaction management as a strategic driver of retention, by fostering service experiences that are not only reliable but emotionally resonant. The study contributes to service marketing literature by contextualizing the service-satisfaction-loyalty link in a localized, culturally embedded setting, offering practical insights for small business service design and customer relationship strategies.
The Influence of Principal Leadership Style and Committee Supervision on Elementary School Teachers' Performance
This research aims to examine the effect of the school principal’s leadership style and committee oversight on teacher performance in elementary schools within Singingi Hilir District. The research methodology applied is a quantitative approach with a survey technique. The participants of this research consist of all teachers in elementary schools in Singingi Hilir District, totaling 100 teachers. Data was gathered through questionnaires containing items related to the variables of leadership style, committee oversight, and teacher performance. The gathered data was then analyzed using multiple linear regression to assess the impact of independent variables on the dependent variable. The findings of the study reveal that there is a significant effect of the school principal’s leadership style on teacher performance, with the average response indicating that enhancements in leadership style can boost teacher performance. Furthermore, committee oversight was also found to have a significant effect on teacher performance, with results indicating that effective supervision can enhance teaching quality and increase teacher performance. In tandem, both leadership style and committee oversight have a significant influence on teacher performance. Based on these conclusions, it is suggested that school principals continue to refine their leadership style, and that school committees intensify their role in supervision continuously to foster the enhancement of teacher performance. Collaboration between school principals and committees is crucial in creating an environment that nurtures the professional growth of teachers, which in turn will elevate the quality of education in schools.
The Influence of Accountability in the Management of Kepenghuluan Funds on Public Trust Mediated by Transparency in Pekaitan District
The management of village funds (Kepenghuluan) plays a crucial role in the development and welfare of the Kepenghuluan community. However, the lack of accountability and transparency often leads to public distrust, particularly in the Pekaitan Sub-district, which has recorded several cases of misappropriation of village funds. This study aims to examine the influence of accountability on public trust, with transparency as a mediating variable. The results of this research are expected to provide theoretical insights and practical recommendations to enhance good governance of Kepenghuluan funds, thereby restoring public trust and encouraging community participation in village development. The population of this study consists of all members of the Village Consultative Body (Badan Permusyawaratan Kepenghuluan) in the Pekaitan Sub-district. The sample was selected using a saturated sampling technique. Data were collected through questionnaires distributed directly to respondents. The data analysis method employed in this study is Structural Equation Modeling (SEM), using SmartPLS 4.0 as the data processing tool. The results of the study indicate that accountability has a positive impact on public trust, transparency has a significant positive influence on public trust, and transparency positively affects the accountability of Kepenghuluan fund management. Moreover, transparency is also capable of mediating the effect of accountability on public trust.
Moderating Role of Tech Competence in Coaching and Bosp Report Alignment
This study aims to examine the effect of coaching on the use of the Aplikasi Rencana Kegiatan dan Anggaran Sekolah (ARKAS) on the alignment of Bantuan Operasional Satuan Pendidikan (BOSP) financial reports with official technical guidelines and to analyze whether treasurers’ technological competence moderates this relationship. Employing a quantitative research design with a census sampling method, data were collected from 100 treasurers of public and private junior high schools in Pekanbaru using a structured questionnaire. Variables measured included coaching quality, technological competence, and report alignment, and data were analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM) with SmartPLS 4.0. The findings indicate that both coaching and technological competence have significant positive effects on BOSP report alignment, while the moderating effect of technological competence is statistically insignificant. These results contribute to the existing literature on educational financial management by highlighting that coaching and technological competence operate as independent drivers of reporting quality rather than interacting factors. The study’s originality lies in its contextual focus on ARKAS implementation in Indonesian schools, addressing a gap in research on how digital skills and targeted capacity-building influence compliance in public sector reporting. From a practical and policy perspective, the results suggest that policymakers and school administrators should institutionalize continuous coaching, integrate digital skills training—particularly for low-competence treasurers—and ensure adequate infrastructure support to sustain reporting quality. This integrated approach can strengthen transparency, accountability, and efficiency in education financial governance.
The Influence of Agricultural Extension Competence on Performance in Bengkalis Regency
This study aims to investigate the influence of agricultural extension competence and continuance commitment on the performance of extension officers in Bengkalis Regency. Utilizing a quantitative approach with a census method, data were collected from 57 respondents comprising civil servants and contract-based extension workers. Structured questionnaires measured continuance commitment, competence, and performance using validated instruments. Statistical analysis was conducted through SPSS version 25 employing multiple linear regression to test both direct and indirect relationships. The findings reveal that both competence and continuance commitment significantly and positively influence job performance. Competence serves not only as an independent variable but also as a mediating factor, reinforcing the performance outcomes associated with continuance commitment. This research contributes to the literature by integrating commitment and competence within a unified framework, highlighting their interdependence in enhancing public service performance. The focus on continuance commitment—a dimension often overlooked in favor of affective or normative forms—offers new insights into employee behavior in the public sector, particularly in rural bureaucracies characterized by job security and limited alternatives. Practically, the results suggest that local governments should prioritize capacity-building initiatives and professional development for extension officers while maintaining job stability to strengthen employee commitment. Human resource policies should integrate competence-oriented training with retention strategies to create a more resilient and high-performing workforce. This study’s originality lies in its localized context and its theoretical contribution to understanding how continuance commitment and competence jointly shape performance in public agricultural institutions.
Integrating Stakeholder Interests in Collaborative Land Conflict Management
This study investigates the integration of stakeholder interests in collaborative land conflict management, focusing on a prolonged land dispute in Bangko Pusako, Rokan Hilir, Indonesia. The research aims to identify the root causes of conflict, stakeholder roles, collaborative mechanisms employed, and the challenges encountered in achieving inclusive resolution. Employing a qualitative, exploratory case study design, data were collected through in-depth interviews with seven purposively selected informants—including community members, local officials, and company representatives—complemented by document analysis and field observation. The findings reveal that the land conflict arose from overlapping claims, procedural exclusion, and power asymmetries between local farmers and a state-owned enterprise, PT Pertamina Hulu Rokan (PHR). While existing resolution forums such as musyawarah were initiated, they proved ineffective due to the absence of neutral facilitation, participatory mapping, and follow-up mechanisms. However, the study also identifies latent opportunities for conflict transformation through inclusive dialogue, recognition of customary tenure, and shared-benefit models. This research contributes to the literature on collaborative governance by offering a stakeholder-centered framework that integrates legal, historical, and social claims in agrarian conflict resolution. It differs from prior studies by providing a localized and grounded empirical perspective from a structurally unequal context. In terms of practical and policy implications, the study suggests that governments must mandate participatory mapping and social consultation in land licensing processes, while corporations should adopt engagement-oriented approaches rooted in community partnership. Civil society institutions are encouraged to play facilitative roles to reduce mistrust and rebalance power asymmetries.
Fostering Innovation Through Culture: The Role Of Citizenship Behavior In Organizations
This study investigates the role of Organizational Citizenship Behavior (OCB) in fostering workplace innovation, emphasizing the mediating effect of organizational culture. Conducted within the public sector context of BKPSDM Indragiri Hilir Regency, Indonesia, the research responds to the limited understanding of how discretionary employee behavior contributes to innovation in bureaucratic environments. Using a quantitative, causal research design, data were collected through a census of 87 civil servants and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS). The findings reveal that OCB significantly and positively influences both organizational culture and innovation. Furthermore, organizational culture mediates the relationship between OCB and innovation, indicating that prosocial behaviors foster cultural conditions conducive to creativity and change. This study contributes to the literature on innovation management by explicitly positioning organizational culture as a mediating variable, particularly within hierarchical and collectivist public sector settings. Unlike previous research that treated culture as a background factor, this work highlights its centrality in translating individual initiative into collective innovation. From a practical standpoint, the results suggest that public managers should promote and reward OCB while simultaneously cultivating cultural attributes such as openness, collaboration, and risk tolerance. These dual efforts can significantly enhance institutional innovation capacity.
The Influence Of Altruistic Leadership On Positive Emotions And Work-Life Balance
This study aims to examine the impact of altruistic leadership on employees’ work-life balance and to investigate the mediating role of positive emotions in this relationship. In an organizational climate increasingly characterized by emotional strain and rising work-family conflict, understanding how leadership behavior influences psychological well-being has become imperative. This quantitative study employed a causal-explanatory design with a sample of 167 civil servants and contract employees at the Secretariat Office of the Regional People's Representative Council (DPRD) of Indragiri Hilir Regency, Indonesia. Respondents were selected using proportional stratified random sampling. Data were collected through structured questionnaires measuring altruistic leadership, positive emotions, and work-life balance using validated Likert-scale instruments. Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS 3.2.9 was used to test both direct and indirect relationships. The results revealed that altruistic leadership positively and significantly influences both positive emotions and work-life balance. Additionally, positive emotions have a significant effect on work-life balance and mediate the relationship between altruistic leadership and work-life balance. This study contributes to the literature on leadership and organizational behavior by positioning positive emotions as a psychological mechanism linking altruistic leadership and work-life integration. Unlike previous studies that primarily explored direct relationships, this research offers an affective perspective grounded in the Broaden-and-Build and Affective Events theories. Given the findings, managers and policymakers, particularly in the public sector, are encouraged to foster altruistic leadership practices and emotional well-being programs to enhance employee balance and performance.
Enhancing APIP Capability Through the IACM Model: A Case Study in Pekanbaru
This study aims to identify strategic pathways for enhancing the capability of the Government Internal Supervisory Apparatus (APIP) at the Regional Inspectorate of Pekanbaru using the Internal Audit Capability Model (IACM) framework. The objective is to assess APIP’s current capability level, identify institutional constraints and enablers, and propose context-specific strategies for advancement. Employing a qualitative case study design, data were collected through in-depth interviews, participatory observation, and document analysis. Key informants were selected purposively, including senior auditors, BPKP evaluators, and internal control coordinators. The Miles and Huberman interactive model guided the data analysis, with triangulation techniques employed to ensure validity and reliability. The findings reveal that APIP Pekanbaru operates at Level 3 of the IACM, characterized by integrated but not yet institutionalized audit practices. Major weaknesses were identified in human resource development, performance accountability, and IT integration. However, strong leadership commitment and cooperation with BPKP provide a foundation for capacity enhancement. This study contributes to the existing literature on internal audit reform in decentralized governance systems by using IACM not only as a diagnostic tool but also as a practical roadmap for institutional strengthening. Given the results, policymakers should allocate resources to improve auditor certification, enhance digital infrastructure, and revise governance structures to empower APIP units. Managers are advised to implement risk-based planning and engage in strategic partnerships to accelerate audit maturity. The study offers an empirically grounded model for replicating APIP development in other regional governments.
Analyzing the Impact of Organizational Culture on Work Discipline and Its Implications for Employee Performance
This study aims to examine the direct and indirect effects of organizational culture on employee performance, with a particular focus on the mediating role of work discipline. A quantitative explanatory approach was employed using census sampling of 44 civil servants at the Regional Development Planning Agency (BAPPEDA) in Indragiri Hilir Regency. Data were gathered through structured questionnaires and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS). The results demonstrate that organizational culture has a significant positive effect on both work discipline and employee performance. Work discipline itself significantly enhances employee performance and mediates the relationship between culture and performance. This indicates that cultural values must be reinforced behaviorally through discipline to achieve optimal outcomes. The originality of this research lies in its integration of cultural and behavioral constructs within a mediating framework and its application to a local government context in Indonesia—an area often overlooked in previous studies. This study contributes to the growing body of knowledge by demonstrating how intangible cultural elements can translate into measurable performance outcomes through structured behavioral mechanisms. From a practical perspective, the findings suggest that public managers should institutionalize cultural values through consistent leadership, ethical guidance, and performance-based evaluations. Policymakers are advised to promote a culture-driven public administration strategy that encourages accountability and procedural discipline. Future reforms in public institutions should emphasize not only structural adjustments but also internal cultural development as a foundation for performance improvement.
The Impact of Job Stress on Employee Performance and the Mediating Role of Work-Family Conflict
This research explores how job-related stress influences the performance of female employees, with a particular focus on the intermediary role played by work-family conflict (WFC). Conducted among female civil servants in Indragiri Hilir Regency, Indonesia, the study adopts a quantitative, causal-explanatory design. A total of 98 participants were selected through census sampling from multiple regional government institutions. Data were obtained via standardized questionnaires and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) through the SmartPLS 3.2.9 application. The empirical findings suggest that while WFC does not exert a direct influence on performance outcomes, it significantly contributes to elevated stress levels. Interestingly, job stress was found to have a positive and statistically significant impact on performance, indicating that a certain level of stress may serve a motivating function, often referred to as eustress. Nevertheless, the anticipated mediating effect of job stress in the WFC–performance relationship was not supported by the data. The study offers a valuable contribution to occupational health literature by showing that, under specific conditions, moderate stress can enhance employee output, particularly for women balancing professional and domestic roles. For policymakers and public sector leaders, these findings underscore the importance of fostering supportive work environments through flexible scheduling, family-oriented initiatives, and stress-reduction strategies. The results further point to the necessity of developing gender-sensitive workplace interventions that address the nuanced pressures experienced by female civil servants.